Bryan Clayton, CEO of GreenPal, joins Host Christi Scarrow and discusses his journey from realizing his initial leadership failures to understanding the importance of self-improvement and genuine care for employees, emphasizing that leadership is about servitude. He highlights the necessity of investing in company culture and the importance of being authentic and present and shares that it took him seven years to recognize and address this, stressing that leadership is a continuous learning process and advises new leaders to embrace the challenge, seek improvement, and that leadership is a lifelong journey.

Action Items

• -Read books, attend leadership conferences and listen to podcasts on leadership to continuously learn and improve.

• -Be the role model as a leader. Your actions and enthusiasm will help people to connect to your vision.

• -Embrace leadership as an act of servitude. Truly care about your people and help to get to where they want to go in life.

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  Outline

  
  

  Early Leadership Realizations

• -Bryan shares an early career pivotal moment when he realized his leadership was lacking, feeling like a victim and blaming others.

• -He had a wake-up call that his company's issues were a reflection of his own leadership and personality.

• -He emphasizes the importance of self-improvement to improve the business, a process that took him seven years to understand.

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  Developing Leadership Skills

  -Bryan explains that leadership is about servitude and caring for the people working with him.

  -He emphasizes the need to genuinely care about employees' personal lives and how the company fits into their goals.

  -He describes the long-term effort required to build a positive company culture, which took about three years to notice significant improvements.

  
  

  
  

  Signs of a Toxic Culture

  -Bryan suggests that if the founder doesn't want to go to work, it indicates a problem.

  -He advises making hard changes, including letting go of certain customers or employees and rebuilding the business from the inside out.

  -He stresses the importance of enthusiasm and being willing to make tough decisions to turn things around.

  
  

  
  

  Pulse-Checking Employee Morale

  -Bryan recommends internal surveys and customer reviews as valuable feedback sources.

  -He notes that body language and overall attitude in the workplace are also important indicators.

  -He advises talking to employees and customers to understand what needs to change and improve.

  
  

  
  

  Challenges of Modern Leadership

  -Bryan shares his experience starting his second business, GreenPal, and the realization that leadership can't be half-assed.

  -He emphasizes the need to lead by example, be the first in and last out, and take the mission seriously.

  -He highlights that building a high-performance team requires full commitment and effort.

  
  

  
  

  Importance of Connection and People

  -Bryan agrees, stating that success is about everyone getting to the finish line together and feeling good about it.

  -He emphasizes that life becomes unrewarding without the satisfaction of working with and connecting with others.

  -He reiterates the need for leaders to be all-in and committed to their mission.

  
  

  
  

  Advice for Struggling Leaders

  -Bryan acknowledges that leadership is hard and not taught in schools or business programs.

  -He advises recognizing that everyone starts as a bad leader and that it's a continuous journey of improvement.

  -He encourages reading books, listening to podcasts, attending conferences, and embracing the never-ending process of leadership growth.

  
  

  
  

  Final Thoughts and Encouragement

  -Christi summarizes Bryan's advice and emphasizes the importance of humility and continuous learning. He agrees and encourages leaders to start their journey and be open to growth and challenges.

  -He highlights that leadership is a rewarding and satisfying experience when done well.

  
  

  
  

  Useful Links

  Host: Christi's Web Page

  Guest: GreenPal

  Lighthouse NINE Group: Web page

  
  

  Contributors

  Music: All The Fixings by Zachariah Hickman

  Editing: tribe74

Host Christi Scarrow and Lorrey Arial Bonilla, Executive Director at ECCDC, discuss key lessons in leadership, emphasizing the importance of relationships, networking, and work-life balance. She highlights the need for strong communications with boards, staff, funders, and stakeholders, and the value of seeking external support to avoid isolation. Lorrey stresses the importance of resiliency, time management, and prioritizing tasks to prevent burnout. She also underscores the significance of regular goal-setting meetings and open dialogues to understand staff needs and improve engagement. Finally, she advises on recognizing staff efforts through various forms of appreciation to foster a supportive and motivated team.

Action Items

-Send thank you cards as a form of recognition. -Identify and model a work-life balance -Look for new ways to connect and acknowledge your team members

Outline Early Lessons in Leadership

-Lorrey shares her extensive experience at ECCDC, having been with the organization for 28 years and in her current position for nine years. -Lorrey identifies three key lessons: the importance of relationships, networking, and work-life balance.

The Importance of Relationships

-Lorrey emphasizes the significance of strong relationships with the board, staff, funders, and stakeholders. -She highlights the need for respectful, transparent, and responsive relationships with stakeholders. -Lorrey discusses the importance of networking and seeking support from peers and colleagues in similar roles. -Christi reinforces the value of networking, sharing her own experience of not prioritizing it enough in her corporate role.

Balancing Work and Life

-Lorrey identifies work-life balance as a crucial lesson, emphasizing the need to prioritize and manage time effectively. -She discusses the challenges of avoiding the habit of working late and the importance of modeling a healthy work-life balance for staff. -Christi agrees, noting the tendency for purpose-driven organizations to require long hours, which can lead to burnout. -Lorrey mentions the need to trust staff to manage their own workload and not to fall into the routine of working late regularly.

Staffing Challenges and Solutions

-Lorrey identifies staffing as a significant challenge, focusing on recognizing and leveraging staff strengths and interests. -She discusses the balance between creating independent work environments and providing necessary support and coaching. -Christi acknowledges the common struggle with staffing and asks for Lorrey's insights on when to step in and when to step back. -Lorrey emphasizes the importance of regular goal-setting meetings and open dialog to understand staff needs and provide appropriate support.

Recognition and Support Strategies

-Lorrey highlights the importance of recognizing staff efforts through various means, from quick emails to formal celebrations. -She provides examples of different recognition strategies, including thank-you cards, team gatherings, and raffles for time off. -Christi shares a personal example of receiving a thank-you card from Lorrey, emphasizing the impact of small gestures. -Lorrey advises being kind and patient to oneself, taking baby steps, and viewing challenges as learning opportunities rather than personal setbacks.

Final Thoughts and Advice

-Lorrey encourages managers to look for new ways to connect with staff and recognize their efforts in meaningful ways. -She emphasizes the importance of being open to challenges and learning from them. -Christi thanks Lorrey for her insights and advice, and encourages listeners to find resources on navigating leadership challenges. -The conversation concludes with mutual appreciation and well-wishes.

Useful Links

Host: Christi's Web Page

Guest: ECCDC

Lighthouse NINE Group: Web page

Contributors

Music: All The Fixings by Zachariah Hickman
Editing: tribe74

Yves Dalcourt, Managing Director at Miele in Australia and New Zealand, discusses his leadership experience during the COVID-19 pandemic. He emphasizes the importance of personal connection, daily communication, and creating a positive culture. Dalcourt highlights initiatives like the "song of the day" and consistent email updates to maintain morale. He also shares his philosophy of valuing employees as "heartbeats" rather than just head counts. Reflecting on his career, he stresses authenticity, adapting to different generations, and learning from both good and bad leaders.

Action Items

-Continue to build personal connections with employees and foster a strong, collaborative culture. Implement creative, engaging activities to keep the team motivated and connected during challenging times. -Maintain consistent, transparent communication with the entire organization to provide direction and reassurance. -Adapt leadership style to effectively connect with and support the needs of younger, more tech-savvy employees.

Outline

Strategies for Leading During a Pandemic

-Yves explains the two main strategies he and his management team developed: prioritizing the health and safety of employees and ensuring the business could continue. -He emphasizes the importance of personal connection and daily communication with employees for reassurance and to build trust. -He initiated a "song of the day" activity to keep employees engaged and connected.

Building a Culture of Connection

-Yves discusses the importance of personal connection in leadership, using the term "heartbeats" instead of "head counts" to emphasize the human element. -He shares how this focus on personal connection helped create a strong company culture and engagement, even during challenging times. -He highlights the long-term positive impact on the company's culture and engagement, emphasizing the importance of not wasting a crisis.

Lessons Learned from Early Leadership Experiences

-Yves recounts his first job experience, where the CEO failed to acknowledge him, which shaped his commitment to connecting with employees. -He emphasizes the importance of being an authentic leader who values human connection and adapts to different situations and environments. -Yves shares how he learned from both good and bad leaders, taking the best practices and avoiding the negative traits.

Navigating Challenges with Bad Leaders

-Yves recommends understanding the needs and communication preferences to build trust and establish a connection. -He emphasizes the importance of not getting emotionally involved and focusing on the end goal when dealing with difficult bosses. -Yves suggests having a good network outside the workplace to vent and share similar experiences, which can provide support and perspective.

Adapting to Different Generations and New Leaders

-Yves discusses the importance of understanding different perspectives and needs. -He shares how his daughter, who is a millennial, helps him connect with this generation and adapt his leadership style. -Yves emphasizes the need to be relevant and connect with new leaders to shape them for the future of the business.

Final Thoughts on Leadership and Personal Connection

-Yves advises leaders to have fun and not take their roles too seriously, emphasizing the importance of enjoying the journey. -He encourages others to surround themself with great people. -Yves shares his belief that leaders should not feel the need to have all the answers and should be comfortable with not knowing everything. -He concludes by encouraging leaders to focus on the positive and not let stress and challenges overwhelm them, emphasizing the importance of resilience and adaptability.

Useful Links

Host: Christi's Web Page

Guest: Miele

Lighthouse NINE Group: Web page

Contributors

Music: All The Fixings by Zachariah Hickman

Editing: tribe74

Host Christi Scarrow and Guest Ryan Labong (Chief Commercial Officer at Nature’s Path) have a conversation centered around the importance of executing strategy and fostering an environment where team members feel comfortable sharing their thoughts and concerns. Ryan shares how performance culture can negatively impact long term growth and the importance of empathy to counterbalance this. Christi and Ryan discuss the importance of developing high performing teams supported by non-judgemental leaders.

Action Items

-Focus the team on no more than three clear strategic priorities. -Continue holding regular one-on-ones, bi-weekly check-ins, and quarterly milestone reviews -Invest in team-building activities like volunteering together to foster collaboration and camaraderie. -Lead with empathy and compassion for sustainability Outline

Leadership lessons, challenges, and strategies for keeping teams motivated and driven.

-Ryan Labong emphasizes the importance of execution in business, citing a high-performing team as crucial to achieving common goals. -He believes leaders should be situational and adaptable to bring out the best in their team members, fostering collaboration and connectedness. -Ryan discusses challenges in leadership, including maintaining drive and engagement over time. -He shares strategies for keeping things fresh, such as setting ambitious goals and breaking them down into smaller milestones. Leadership, empathy, and finding balance in managing a high-performing team.

-Ryan Labong emphasizes the importance of clear operating models and priorities to drive habits and focus for the team. -He advises newer managers to prioritize and make hard choices to achieve success, even in an ambitious organization. -Ryan emphasizes the importance of empathy and flexibility in leadership, citing the need to understand and support team members' personal challenges. -He advocates for a balance between driving results and building a high-performance team through collective support and rallying around individual needs. Leadership, team building, and overcoming challenges.

-Ryan emphasizes the importance of team building and investing in activities that foster collaboration and camaraderie. -Christi agrees and suggests that team building can be a cost-efficient way to reset the mindset and have fun with the team. -Leaders should foster an environment where team members feel comfortable sharing their thoughts and ideas. -Effective leadership is not a guarantee, but it's fulfilling when teams perform well due to the leader's influence. Useful Links

Host: Christi's Web Page

Guest: Nature's Path Organic

Lighthouse NINE Group: Web page

Contributors

Music: All The Fixings by Zachariah Hickman

Editing: tribe74

Host Christi Scarrow sits down with Pina Melchionna, President and CEO at CITT Canada's Logistics Association, and shares insights on leadership with an emphasis on authenticity and inclusivity. Pina recounts a pivotal moment in her career where asking for clarification led to positive feedback, teaching her the value of vulnerability and authenticity. She highlights the importance of mindful language to avoid exclusion, suggesting leaders use inclusive terms like "you all" instead of "you guys." She also advocates for a coach-like approach to feedback and the need to tailor leadership styles to individual employees' needs and cultural sensitivities.

Action Items

-Be willing to speak up in support of yourself and others. -Be mindful of exclusionary terminology as a leader. -Explore different coaching techniques to provide constructive feedback, such as asking reflective questions. -Reinforce positive behaviors more frequently to balance out corrective feedback. Outline

Early Career Lessons in Leadership

-Pina shares her early career lesson about showing up authentically, especially as a female leader in a male-dominated field. -She recounts a specific incident where she asked for clarification in a boardroom, which led to positive feedback from colleagues. -Pina emphasizes the importance of asking questions and being vulnerable as a leader, which can lead to better understanding and engagement. Inclusive Leadership and Language

-Christi and Pina discuss the challenges of being a minority in a male-dominated room and the importance of inclusive language. -Pina highlights the need for leaders to be mindful of their language to avoid exclusion, even if it means using more inclusive terms like "you all" instead of "you guys." -She shares a personal experience where she provided feedback to a speaker about using inclusive language during a presentation. -Pina stresses the importance of leaders taking responsibility for correcting exclusionary language and being open to feedback themselves. Challenges in People Management

-Pina identifies the difficulty in balancing the role of a coach with the need to address underperformance as a challenge. -She discusses the importance of maintaining a positive intent when providing feedback and the struggle with people not always receiving constructive feedback well. -Pina shares tips for giving feedback, such as starting with positive reinforcement and framing feedback as a way to help the person improve. Situational Coaching and Cultural Sensitivity

-Christi and Pina delve into the concept of situational coaching and tailoring leadership styles to meet individual employee needs. -Pina explains that different employees respond to feedback in different ways, and leaders should adapt their approach accordingly. -She emphasizes the importance of cultural sensitivity and being aware of how different backgrounds and biases can influence communication. -Pina shares examples of how she has adapted her coaching style to better resonate with employees from diverse cultural backgrounds. Final Thoughts and Resources

-Christi thanks Pina for sharing her insights and emphasizes the importance of situational coaching and cultural sensitivity in leadership. -Pina reiterates the importance of recognizing that most people genuinely want to do a good job and the need for change management principles. -Christi provides resources and links for listeners looking for help with people management and leadership challenges. -The conversation concludes with mutual appreciation and a reminder of the ongoing challenges and opportunities in leadership. Useful Links

Host: Christi's Web Page

Guest: CITT Canada

Lighthouse NINE Group: Web page

Contributors

Music: All The Fixings by Zachariah Hickman

Editing: tribe74

Guest Bruce Tunnicliffe of VEI Contracting shares his insights on effective leadership, emphasizing the importance of communication and vision in leading a team. Bruce highlights the importance of task management, delegation, and fostering a positive culture. Host Christi Scarrow added to this by emphasizing the need for open communication and a supportive leadership style in navigating toxic workplace cultures and leading growing companies. Both speakers stressed the significance of a positive culture in achieving a well-functioning team and leader.

Action Items

-Discuss culture more with new hires to ensure they understand expectations around boundaries like the no email after hours policy.

-Work with individual team members to jointly define expectations and accountability, addressing any gray areas caused by evolving roles.

-Continually evaluate team members' strengths and passions to ensure they are optimally positioned.

Outline

Leadership lessons from his early career and the importance of connecting to purpose..

-Bruce Tunnicliffe shares lessons from his 20+ year career, emphasizing the importance of communication and seeing the big picture.

-He how while doing his masters, his supervisor challenged him to think about the purpose in his writing. This has shaped how he leads others.

Leadership, culture, and delegation for high-performing teams.

-Bruce shares his perspective on effective leadership, prioritizing tasks, and delegation.

-He emphasizes the importance of identifying important and urgent tasks, and delegating non-urgent tasks to team members.

-Bruce emphasizes the importance of culture in a high-functioning team, citing open communication, mutual respect, and supportive leadership as key components.

-Christi Scarrow seeks advice on addressing a culture of "what have you done for me lately?" in a high-performing team, with a focus on managing up and creating a more supportive environment.

Workplace culture and leadership challenges in a growing company.

-Bruce shares how to Identify a problematic culture by understanding its impact on workplace morale and productivity.

-He encourages people to communicate concerns respectfully to promote positive change

-Bruce Tunnicliffe shares challenges of doubling in size, new people, and how to set guidelines for respectful working practices.

-Christi Scarrow agrees, highlighting leadership growth and potential new challenges.

Leading and managing a growing team with accountability challenges.

-Bruce Tunnicliffe recognizes the struggle with accountability in a rapidly changing work environment.

-He encourages leaders to “know your people deeply to work with them individually in a growing environment.” and avoid structuring people too much, let them excel in their own way.

Leadership skills and self-awareness.

-Bruce Tunnicliffe advises self-reflection for those struggling in leadership positions, suggesting continual education and learning are important.

-Tunnicliffe believes in leveraging strengths, rather than improving weaknesses, for maximum success as a leader.

Useful Links

Host: Christi's Web Page

Guest: Vertex Environmental Inc.

Lighthouse NINE Group: Website

Contributors

Music: All The Fixings by Zachariah Hickman

Editing: tribe74